The document discusses ways to improve graduate development programs. It suggests refocusing the traditional 70/20/10 model, where 70% of learning is on-the-job, 20% is formal training, and 10% is social learning. The presentation advocates increasing on-the-job learning and involvement of managers to support development. It also discusses using principles of gaming and engagement dynamics to better engage graduates and measure return on investment. Examples of success and areas for improvement are provided.

1. Changing the game in graduate development
Presented by:
Nathan Clark & Christopher Gilpin
Development Beyond Learning (DBL)
Refocusing the 70/20/10

2. Changing the game in learning and development

3. Nathan Clark

4. Christopher Gilpin

5. Who is DBL?
• Forward-thinking, specialist provider of professional development
solutions for leaders, managers and young professionals.
• We create programs that are high impact, geographically scalable
and responsive to changing business needs
• 2015 marks DBL’s 10th
anniversary – established in Sydney, Australia.
• London office is 18 months old growing from 2 to 17 UK/European
clients since launch.

6. The three big questions
1. How can you increase the engagement of a
participant in a development program?
2. How can you involve managers, leaders and/or
mentors to support development on the job?
3. How can you measure ROI in the
graduate development process?

7. How can you increase the engagement of graduates?
• Work-load and commitments
• Time away from desk
• Varying motivation levels

8. How can you involve managers, leaders and/or mentors?
• Busy schedules
• Varied skill-sets and abilities
• Multiple lines of reporting

9. How can you measure ROI in the development process?
• What do you actually measure?
• Data availability
• How to report effectively?

10. The rise of the millennial
and their progression to leadership and management
• By 2025 millennials will represent 75% of the workforce
• 27% of working millennials are managers, 5% are senior
managers, 2% are executives
• 38% of the workforce is already led and managed by millennials

11. The rise of the millennial
and their progression to leadership and management
“In the near future millennials will occupy every consequential
leadership position in the world, be it in business, academia,
government, or in the non-profit sector. Will they be ready to lead?”

12. The rise of the millennial
and their progression to leadership and management
What we all know about millennials in 30 seconds…
• value development and eager to progress.
• desire feedback, collaboration and connection.
• define workplaces as places where they are productive.
• value user generated content and knowledge sharing.
• 49% check their smartphone or mobile device every ten minutes.

13. The future of graduate development

14. The future of development
We believe future development strategies must equip graduates
to lead and operate in constantly changing environments – in
more agile, scalable and impactful ways.

15. Re-imagining of the 70:20:10 Model
70% 20% 10%+
}
On-the-job Learning
& Development
}
Formal Learning &
Development

16. Re-imagining of the 70:20:10 Model

17. What we’re seeing internationally
• Define what successful application of desired skills looks like.
• Manager or leader-supported and verified on-the-job activity
• Visibility of developmental activities to the wider business.
• Equip the right people with the right tools to encourage ongoing
on-the-job learning experiences
• Using gaming principles to engage, measure and support
• and lastly….

18. “Show me a stat, and I’ll show you a happy stakeholder”
Data. Data. Data.

19. Engagement Dynamics

20. What has been learned about gaming
in non-gaming, corporate contexts?
• 79% of survey participants said they would be more productive and motivated if
their learning environment was more like a game (TalentLMS)
• Gamification will be the primary mechanism that that 40% of the Global 1000
organisations will employ to improve business operations (Gartner Research)
• More than 50% of corporate processes will become gamified (Gartner Research)

21. A different set of design principles
Staged
Progression
Collaboration Points
Loss
Aversion
Status and
Influence
Identity
Development
Achievement
Recognition
fast becoming known as ‘Engagement Dynamics’

22. www.developmentbeyondlearning.com
Engagement, not gaming.

24. Engaging Graduates

25. Engaging Graduates

26. Involving Managers

27. Involving Managers

28. Examples

29. Examples

30. Examples

31. Communication Report
Mel Roarke
Mel was rated as being “Professional”.
Her cohort rating is as follows:
Mel is in the top 50% of her cohort on this subject. The rating details are as follows:
Based on the feedback from her manager, Mel’s communication has been rated as
“Professional” because she displayed certain qualities in their initial meeting (outlined
below). Although there is still room for Mel to improve in the future, this is a great start to
her graduate program.
Qualities exhibited during the meeting:
Speaks Clearly
Confirms Understanding
Transmits information clearly & logically
Adapts communication style to meet other person’s style
What does your graduate currently do well with their communication?
Mel conducted herself in a professional manner. She is great at clarifying points by
relaying information received.
What could your graduate improve on as it relates to their communication?
Ensure that she takes time to listen completely and not interrupt unintentionally.
24%
51%
19%
5%
Unprofessional
Not so Professional
Professional
Highly Professional
Measuring ROI

32. The three big questions
How can you increase the engagement of a participant in a
development program?
How can you involve managers, leaders or mentors to
support development on the job?
How can you measure ROI in the development process?

33. Putting this into practice
Start simple1
Integrated learning, not interventions
Business-led learning
Work backwards from behaviours
Arm managers to be successful
2
3
4
5

34. Q & A

36. Changing the game in graduate development
Presented by:
Christopher Gilpin & Nathan Clark
Development Beyond Learning (DBL)
Refocusing the 70/20/10